Internal compliance measures are imposed on businesses by federal, state and local governments. Tracking compliance issues regarding labor practices, safety procedures, company transactions and more, can be difficult. For one thing, the information is a lot to digest. In truth, there are many provisions of law that may change how your company hires, designs its benefits packages and develops processes. Contemporaries is continually keeping up to date with any changes to the law, as well as ensuring that we are in full compliance. We can help your company with placing highly qualified workers and making sure you’re following compliance regulations.

A good example of changing compliance issues is the Earned Sick and Safe Leave Law established in Montgomery County. On October 1, 2016, Montgomery County joined a growing list of jurisdictions requiring paid sick leave for employees. The new Earned Sick and Safe Leave Law applies to employers based in Montgomery County and those that have employees that are required to work in the county. The provisions of the new law are generous to employees and many businesses did not formerly offer sick leave benefits that met the new required minimums. Nearly a year after the law went into effect, it continues to be extremely challenging for businesses to keep up with new amendments and feel confident they are in full compliance. Here’s a look at some of the highlights of the law.

How Sick and Safe Leave May Be Used By Employees
The Sick and Safe Law allows employees to use leave for a wide variety of purposes, including but not limited to:

  • Treating the employee’s own illness
  • Obtaining preventative care for an employee or a covered individual
  • Caring for a covered individual
  • Closing of the business or an employee’s child or daycare for a public health emergency
  • Caring for a dangerous covered individual
  • Domestic violence, stalking or sexual assault of an employee or covered individual
  • The birth of a child or the placement of a child with the employee for adoption or foster care
  • Caring for a newborn, newly adopted, or newly placed child within one year of birth, adoption or placement

Note: the list of “covered individuals” is comprehensive and includes grandparents and grandchildren.

Employers must allow employees to accrue leave from the start of employment at a rate of 1 hour for every 30 hours worked and they may impose a 90-day waiting period before use. Employers with five or more employees must provide up to 56 hours (depending on hours worked) of paid leave to employees. Employers with fewer than five employees must provide up to 32 paid and 24 unpaid hours. In addition, employers may provide the leave all at once at the beginning of the year. In that case, they are not required to allow year-end carry over hours.

Contemporaries is a Washington DC based staffing agency. We continually keep up to date with any changes to the law, as well as ensuring that we are in full compliance. Call us today for help with placing highly qualified workers at your company.